Common use of Flexitime Clause in Contracts

Flexitime. Notwithstanding the provisions of this clause, flexitime may be worked by agreement between the employer and employee(s). All provisions of the Agreement continue to apply except where inconsistent with these provisions. (a) The working of flexitime arrangements will be subject to the following: (i) The employer will be responsible for authorising a flexitime roster. The roster will indicate minimum staffing requirements, any parameters relating to starting and finishing times, lunch break coverage and flexileave, the minimum operation parameters (MOPs). (ii) The MOPs will be prepared after consultation with the employees to whom the roster applies. (iii) Subject to subclause 10.9(a)(ii), MOPs may be varied to accommodate operational requirements. (b) Subject to there being work available to be done and subject to the employee being capable of undertaking the available work, an employee may select their own starting and finishing times within the parameters from time to time specified by the employer. In the absence of such specification the following parameters will apply: (i) Commencement of shift: 0600 to 0930 hours. (ii) Minimum lunch break of 30 minutes to be taken within 6 hours of commencing work on any day. (iii) End of Shift: 1500 to 1930 hours. (c) Hours of Duty The ordinary hours of duty may be an average of 8 hours and 30 minutes per day, which may be worked with flexible commencement and finishing times in accordance with this clause, provided that: (i) An average of 38 hours per week will be worked. (ii) The maximum number of hours that can be worked on any day will be 10 hours. (iii) The minimum number of hours that can be worked on any day will be four hours. (iv) At no point will credit hours exceed 76 hours. (v) At no point will debit hours exceed 15 hours and 12 minutes. (vi) The ordinary hours of duty will be worked on Monday to Friday, unless agreed otherwise from time to time. (vii) The settlement period will be four weeks, commencing at the beginning of a pay cycle. (d) Credit Hours (i) Credit hours worked in excess of the average of 38 hours per week to a maximum of 76 hours, are permitted at the end of each settlement period. Credit hours will be carried forward to the next settlement period. (ii) Where an employee has credit hours in excess of 76 hours at the end of a settlement period, the employee will have one settlement period to reduce the credit hours to 76 hours. If the employee does not reduce the credit hours to at least 76 hours within the settlement period, the employer may roster the employee off duty during the subsequent settlement period to bring credit hours down to 76 hours. (iii) Where the credit hours of an employee are regularly in excess of 76 hours, the employer may require the employee to revert to working rostered shifts. (iv) Ordinarily, credit hours will be accessed as half days or single days off. (v) Employees will be able to nominate the days upon which they will access their credit time, provided the nominated days accommodate the MOPs and provided the nominated days may be cancelled by the employer in response to operational necessity. (vi) The maximum number of days (or equivalent half days) which may be taken off in any settlement period will be four days (inclusive of days taken off by way of the nine day fortnight), except by agreement. (e) Debit Hours (i) Debit hours below the required average of 38 hours per week to a maximum of 15 hours and 12 minutes are permitted at the end of a settlement period. Debit hours will be carried forward to the next settlement period. (ii) Where an employee has debit hours in excess of 15 hours and 12 minutes, the employee will have one settlement period to reduce the debit hours to at least 15 hours and 12 minutes. If the employee does not reduce the debit hours to at least 15 hours and 12 minutes within the settlement period, the employer may roster the employee on duty for the regular rostered day off without penalty to the employer, to bring debit hours up to 15 hours and 12 minutes. (iii) Where the debit hours of an employee are regularly in excess of 15 hours and 12 minutes, the employer may require the employee to revert to working rostered shifts.

Flexitime. Notwithstanding the provisions of this clause, flexitime may be worked by agreement between the employer and employee(s). All provisions of the Agreement continue to apply except where inconsistent with these provisions. (a) The working of flexitime arrangements will shall be subject to the following: (i) The employer will shall be responsible for authorising a flexitime roster. The roster will shall indicate minimum staffing requirements, any parameters relating to starting and finishing times, lunch break coverage and flexileave, the minimum operation parameters (MOPs). (ii) The MOPs will shall be prepared after consultation with the employees to whom the roster applies. (iii) Subject to subclause 10.9(a)(ii), MOPs may be varied to accommodate operational requirements. (b) Subject to there being work available to be done and subject to the employee being capable of undertaking the available work, an employee may select their own starting and finishing times within the parameters from time to time specified by the employer. In the absence of such specification the following parameters will shall apply: (i) Commencement of shift: 0600 to 0930 hours. (ii) Minimum lunch break of 30 minutes to be taken within 6 hours of commencing work on any day. (iii) End of Shift: 1500 to 1930 hours. (c) Hours of Duty The ordinary hours of duty may be an average of 8 hours and 30 minutes per day, which may be worked with flexible commencement and finishing times in accordance with this clause, provided that: (i) An average of 38 hours per week will shall be worked. (ii) The maximum number of hours that can be worked on any day will shall be 10 hours. (iii) The minimum number of hours that can be worked on any day will shall be four 4 hours. (iv) At no point will shall credit hours exceed 76 hours. (v) At no point will shall debit hours exceed 15 hours and 12 minutes. (vi) The ordinary hours of duty will shall be worked on Monday to Friday, unless agreed otherwise from time to time. (vii) The settlement period will shall be four 4 weeks, commencing at the beginning of a pay cycle. (d) Credit Hours (i) Credit hours worked in excess of the average of 38 hours per week to a maximum of 76 hours, are permitted at the end of each settlement period. Credit hours will shall be carried forward to the next settlement period. (ii) Where an employee has credit hours in excess of 76 hours at the end of a settlement period, the employee will shall have one settlement period to reduce the credit hours to 76 hours. If the employee does not reduce the credit hours to at least 76 hours within the settlement period, the employer may roster the employee off duty during the subsequent settlement period to bring credit hours down to 76 hours. (iii) Where the credit hours of an employee are regularly in excess of 76 hours, the employer Employer may require the employee to revert to working rostered shifts. (iv) Ordinarily, credit hours will shall be accessed as half days or single days off. (v) Employees will shall be able to nominate the days upon which they will shall access their credit time, provided the nominated days accommodate the MOPs and provided the nominated days may be cancelled by the employer in response to operational necessity. (vi) The maximum number of days (or equivalent half days) which may be taken off in any settlement period will shall be four 4 days (inclusive of days taken off by way of the nine day fortnight), except by agreement. (e) Debit Hours (i) Debit hours below the required average of 38 hours per week to a maximum of 15 hours and 12 minutes are permitted at the end of a settlement period. Debit hours will shall be carried forward to the next settlement period. (ii) Where an employee has debit hours in excess of 15 hours and 12 minutes, the employee will shall have one settlement period to reduce the debit hours to at least 15 hours and 12 minutes. If the employee does not reduce the debit hours to at least 15 hours and 12 minutes within the settlement period, the employer may roster the employee on duty for the regular rostered day off without penalty to the employer, to bring debit hours up to 15 hours and 12 minutes. (iii) Where the debit hours of an employee are regularly in excess of 15 hours and 12 minutes, the employer may require the employee to revert to working rostered shifts.

Flexitime. Notwithstanding the provisions of this clause, flexitime may be worked by agreement between the employer Employer and employee(s). All provisions of the Agreement continue to apply except where inconsistent with these provisions. (a) The working of flexitime arrangements will be subject to the following: (i) The employer Employer will be responsible for authorising a flexitime roster. The roster will indicate minimum staffing requirements, any parameters relating to starting and finishing times, lunch break coverage and flexileave, the minimum operation parameters (MOPs). (ii) The MOPs will be prepared after consultation with the employees to whom the roster applies. (iii) Subject to subclause 10.9(a)(ii12.10(a)(ii), MOPs may be varied to accommodate operational requirements. (b) Subject to there being work available to be done and subject to the employee being capable of undertaking the available work, an employee may select their own starting and finishing times within the parameters from time to time specified by the employerEmployer. In the absence of such specification the following parameters will apply: (i) Commencement of shift: 0600 to 0930 hours. (ii) Minimum lunch break of 30 minutes to be taken within 6 hours of commencing work on any day. (iii) End of Shift: 1500 to 1930 hours. (c) Hours of Duty The ordinary hours of duty may be an average of 8 hours and 30 minutes per day, which may be worked with flexible commencement and finishing times in accordance with this clause, provided that: (i) An an average of 38 hours per week will be worked.; (ii) The the maximum number of hours that can be worked on any day will be 10 hours.; (iii) The the minimum number of hours that can be worked on any day will be four hours.; (iv) At at no point will credit hours exceed 76 hours.; (v) At at no point will debit hours exceed 15 hours and 12 minutes.; (vi) The the ordinary hours of duty will be worked on Monday to Friday, unless agreed otherwise from time to time.; and (vii) The the settlement period will be four weeks, commencing at the beginning of a pay cycle. (d) Credit Hours (i) Credit hours worked in excess of the average of 38 hours per week to a maximum of 76 hours, are permitted at the end of each settlement period. Credit hours will be carried forward to the next settlement period. (ii) Where an employee has credit hours in excess of 76 hours at the end of a settlement period, the employee will have one settlement period to reduce the credit hours to 76 hours. If the employee does not reduce the credit hours to at least 76 hours within the settlement period, the employer Employer may roster the employee off duty during the subsequent settlement period to bring credit hours down to 76 hours. (iii) Where the credit hours of an employee are regularly in excess of 76 hours, the employer Employer may require the employee to revert to working rostered shifts. (iv) Ordinarily, credit hours will be accessed as half days or single days off. (v) Employees will be able to nominate the days upon which they will access their credit time, provided the nominated days accommodate the MOPs and provided the nominated days may be cancelled by the employer Employer in response to operational necessity. (vi) The maximum number of days (or equivalent half days) which may be taken off in any settlement period will be four days (inclusive of days taken off by way of the nine day fortnight), except by agreement. (e) Debit Hours (i) Debit hours below the required average of 38 hours per week to a maximum of 15 hours and 12 minutes are permitted at the end of a settlement period. Debit hours will be carried forward to the next settlement period. (ii) Where an employee has debit hours in excess of 15 hours and 12 minutes, the employee will have one settlement period to reduce the debit hours to at least 15 hours and 12 minutes. If the employee does not reduce the debit hours to at least 15 hours and 12 minutes within the settlement period, the employer Employer may roster the employee on duty for the regular rostered Rostered day off without penalty to the employerEmployer, to bring debit hours up to 15 hours and 12 minutes. (iii) Where the debit hours of an employee are regularly in excess of 15 hours and 12 minutes, the employer Employer may require the employee to revert to working rostered shifts. (f) Termination of Employment (i) Once an employee tenders notice of resignation, the employee will not work additional credit hours, other than where the employee’s hours are in debit, except by agreement. Credit hours accrued after notice of resignation is tendered will not be paid out to an employee, except where the hours are worked by agreement. (ii) On termination, credit hours to a maximum of 76 hours will be paid out. Credit hours in excess of 76 will only be paid out in the instance where the employee has not been allowed by the Employer to clear it during the notice period. (iii) On termination, debit hours will be deducted from the employee’s final pay.